Wedding venue staff turnover rates in the wedding industry are super high. I contributed in a big way. I faced limited progression opportunities in the world that I loved. Rarely rewarded for loyalty and enthusiasm, I was always looking for the next job. And that’s what led me here.
“Train people well enough so they can leave, treat them well enough so they don’t want to.”Richard Branson
High wedding venue staff turnover rates are problematic. New members of the team take six months of training to be ready to face the world and then one to two years to be fully productive. Also, getting a name for ongoing recruitment is detrimental to your reputation. It makes more sense to keep the staff that you have in place happy, motivated and striving for more.
How can you champion your wedding venue staff and boost your reputation?
I have had incentives throughout my career. The
Things like a spa voucher, a bottle of fizz or an extra days holiday can go a long way! Don’t pay for deposits taken! Reward the most engaged member of the team or the one who took the most provisional bookings. There are lots of things that go into making a wedding booking happen!
It’s no secret that working in the hospitality industry can be hard work for long hours and lousy pay. Start the change now. Keep track of the hours that your wedding venue staff are working.
In January and September, some days will be 12 hours long. In November and December, things will quieten off. Make sure to have things set in stone about overtime and hours in lieu.
Do you pay the staff overtime? Make the decision now because rules and boundaries make things easier when arranging rotas and holidays.
Appreciate rather than overlook staff members just with a simple “well done” by spending time with members of the wedding venue staff on an individual basis in an informal setting to check in with them. Pass on thanks from yourself and those above.
Focus on the success that they have been instrumental in producing. A thank you can go a long, long way.
It can be detrimental to make decisions alone. Or without the insider knowledge that your team on the ground can provide.
Be transparent about the decision making process. Consult with the team at every step of the way. Don’t fall into thinking that those at the lower end of the pay scale don’t have anything insightful to add.
Sometimes the very thing your business needs is a fresh idea from someone new. These are the people running the company.
They are front facing and dealing with your clients every day – don’t leave them in the cold.
This one is super simple. Get to know your wedding venue staff. Know who the team are as people, what’s going on at home, what hobbies they have, where they like to eat. Make a personal connection with them.
Become a human, not some robot that sits in an office on the other side of the building. Ask them what is wrong when they look sad and get excited with them when they have something to celebrate because your attention means a great deal.
I’m not saying you have to be a friend, but I sobbed my heart out when I gave my notice in at my favourite job. The job had got me to the end of my rope, but my general manager was (and still is) the best person for whom I have ever worked. I didn’t want to leave her, so I was super upset. All because she was a human to me.
Getting to the root of most issues usually the problem starts with the self. Give staff an open channel of communication and some gratitude for the work they do. It will change your retention rates for the better.
I’d love to hear your thoughts – drop a comment below, send me an email, book a time to chat,or hook up on my socials: Facebook, Instagram and LinkedIn. I’d love to have a talk through how to make things better at your wedding venue.